Human Resources Director

at  Frontier Credit Union

POSITION OVERVIEW:

The HR Director maintains the day-to-day operations of the Human Resources department and carries out responsibilities in all areas of Human Resources. Primary time commitments extend to employee relations, staff recruiting, performance and compensation programs, and management consultation and education. Management of HRIS, payroll, benefits programs, personnel records, and regulatory compliance are also a focus of the position. This is a hands-on position that requires the incumbent to be both transactional and strategic. The position is located in Idaho Falls. Remote work is not available for this role.

QUALIFICATIONS/SKILLS:

• Bachelor’s degree in business administration, human resource management, or related discipline and 7 or more years of HR generalist experience required; equivalent combination of education and experience could be substituted for degree.
• SHRM-CP or SHRM-SCP designation strongly preferred.
• Personnel management experience required.
• High level of knowledge of Human Resource policies, procedures, and government regulations including talent management, total rewards, employee relations, and benefit administration.
• Experience with building out an HRIS platform preferred and experience with Paylocity is a plus.
• Ability to read, interpret legal documents, and retain learned information. Communicate well verbally and in writing; experience developing and explaining laws, policies and procedures.
• Experience with multistate employees is preferred.
• Strong attention to detail.
• Communicate with courtesy, tact, and diplomacy.
• Must remain composed in stressful, high-pressure situations. Calmly and professionally handle different personalities from diverse cultures at various levels within and outside of the organization and demonstrate highest levels of member service.
• Demonstrate extreme accuracy and quality, effectively handle multiple tasks and changing priorities, and exercise highest level of discretion on both internal and external matters.
• Must be eligible to work in the United States without sponsorship or restrictions.

PHYSICAL REQUIREMENTS

Bend, sit, or stand to perform primarily sedentary work with limited physical exertion; occasional lifting of up to 10 lbs. Operate routine office equipment including computer terminals, keyboards, telephones, copiers, and calculators. Work on computer for up to 8 hours per day. Some locations may require ability to climb or descend stairs with minimal assistance in emergency situations

• Performs or oversees all administrative duties consistent with the daily operations of the Human Resources department: payroll, budgeting, bill reconciliation, HRIS and record upkeep, vendor liaison, and staff resource
• Collaborates with senior and executive leadership to identify ways to support organizational mission through talent management
• Provides consultation and education to managers and staff members relative to Human Resources and personnel issues
• Identifies key performance indicators for the organization’s human resource and talent management functions; assess the organizations success and market competitiveness based on these metrics
• Researches, develops, and implements competitive compensation, benefits, performance appraisal and employee incentive programs
• Writes and implements human resources policies and procedures. Ensures compliance with employment and privacy laws
• Provides consultation to management on strategic staffing plans, position development, alignment, and compensation
• Upholds organization performance standards by overseeing employee performance programs, updating job descriptions, and training managers to maintain documentation and consistently apply disciplinary actions
• Mitigates legal risks by maintaining broad and up-to-date knowledge of employment law, change management, organizational behavior, best practices and company policies. Keeps management apprised of changes that affect the organization
• Leads and/or coordinates implementation of services, policies, and programs to maintain a culture of high performance, emphasizing approachability, knowledge, exceptional member service, productive goal attainment, and the employment of a superior workforce
• Coaches on communication techniques, performance accountability, methods to manage conflict and increase morale, etc
• Conducts internal investigations such as complaints of harassment or legal claims such as discrimination. Collects information, maintains records, develops conclusion, and recommends action or issues response. Consults with legal counsel. Represents the organization at legal hearings as needed
• Oversees employee benefit programs including health and welfare, 401(k), incentive plans, and safety programs. Researches and assesses benefit needs and trends, recommends new or updated benefit programs to management, designs and provides education and awareness on benefit programs to employees
• Oversees compensation program and ensures integrity and validity of compensation vendor by conducting independent research utilizing various sources to validate base pay recommendations are within market range for the geographic area, industry, and other applicable factors
• Participates in annual budgeting process. Confers with senior management on pay recommendations relative to performance, internal equity, and position grading. Compiles data for all HR programs and develops budget for submission to CFO. Prepares explanation for senior management and/or board of directors as needed
• Responsible for all state and federal compliance reporting related to employees. This includes preparing and filing EEO-1 report and required state reports annually. Maintains all records, reports and logs in compliance with EEO regulations and other applicable laws and regulations. Also responsible for compliance with all required reporting associated with employment and personnel policies
• Oversees FMLA and other employee leaves of absence: educates management and staff members on qualifications and use, administers leave requests, tracks time usage, obtains proper documentation from employees, and serves as the credit union’s point of contact for internal and external communications
• Oversees ADA and ADAAA compliance for the organization. Consults with employees and managers with regards to ADA and ADAAA compliance and ensures the interactive process takes place
• Hires, trains, coaches and mentors HR staff. Provides constructive and timely performance feedback and evaluations
• Oversees the daily workflow of the department
• Understands, applies, and complies with all Credit Union Policies and Procedures, State and Federal laws and regulations, and adheres to requirements set forth by the Bank Secrecy Act (BSA)
  Requirements: